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임파워링 리더십, 직무열의, 발언행동 간에 관계에서 심리적 안전감의 조절매개효과
한진환 사회혁신기업연구원 2023 혁신기업연구 Vol.8 No.1
This study has empirically verified the job engagement mediation effect between empowering leadership and voice behaviors and the moderated mediation effect of psychological safety in the empowering leadership and voice behaviors through the Job engagement. This study targeted workers in the companies and collected data in two times of questionnaire survey and verified hypotheses. A total of 423 response copies were collected and 419 copies of them except four copies, whose responses were inadequate, were used for an analysis. The study results are as follows: First, empowering leadership has a direct effect on voice behaviors. Second, it was confirmed that empowering leadership enhances Job engagement and the Job engagement induces organizational members’ voice behaviors. Third, the psychological safety moderate effect was ascertained between Job engagement and voice behaviors and the moderated mediation effect of psychological safety in the empowering leadership and voice behaviors through the Job engagement. That the conditional indirect effect was verified by integrating the indirect effect of psychological safety and the moderate effect of Job engagement in the effects of empowering leadership on voice behaviors through Job engagement in terms of the controlled mediation effect has differentiation from the existing studies.
일-가정 갈등과 조직시민행동간 직무소진의 매개효과와 주도적 성격의 조절효과
한진환,Han, Jin-Hwan 한국디지털정책학회 2020 디지털융복합연구 Vol.18 No.9
본 연구의 목적은 일-가정갈등이 조직시민행동에 미치는 영향과 그 관계에서 직무소진의 매개효과와 일-가정갈등의 인한 직무소진과 조직시민행동간 주도적 성격의 조절효과에 대해 검증하였다. 연구의 표본은 대전시, 세종자치시, 충남북도 소재 병원 및 콜센터의 구성원을 대상으로 하였으며 331부를 분석에 활용하였다. 연구결과 첫째, 일초래갈등(WIF)이 조직시민행동에 미치는 부(-)의 영향을 확인하였다. 또한 가정초래 갈등(FIW)이 조직시민행동에 미치는 부(-)의 영향을 확인하였다. 둘째, 일초래갈등(WIF)과 조직시민행동간 직무소진의 매개효과 있는 것으로 나타났으며, 가정초래갈등(FIW)과 조직시민행동간 직무소진의 매개효과는 없는 것으로 나타났다. 셋째, 주도적 성격은 일-가정갈등으로 인한 직무소진과 조직시민행동간에 조절효과가 있는 것으로 나타났다. 이는 직장에서 일-가정갈등으로 인한 직무소진과 조직시민행동간의 관계를 주도적 성격이 완화시킨다는 것을 입증하였는데, 이는 일-가정 갈등에서 구성원의 주도적 성격의 필요성을 규명하였다는 점이 큰 의의가 있다. 따라서 추후에는 더 다양한 개인특성을 조절변수로 고려해야 할 것이다. The aim of this study is to examine the effect of the work-family conflict on the organizational citizenship behavior, to examine the mediating effect of burnout in that relation and to verify the moderating effect of proactive personality between burnout by work-family conflict and organizational citizenship behavior. For study samples, total 331 copies were collected from the members of hospitals and call centers in Daejeon, Sejong and Chungcheongnam-do and Chungcheongbuk-do. The results are as follows: firstly, it was found that, Work Interference with Family(WIF) had negative (-) effect on the organizational citizenship behavior. And, Family Interference with Work(FIW) had negative (-) effect on the organizational citizenship behavior. Secondly, there was a mediating effect of burnout between Work Interference with Family(WIF) and organizational citizenship behavior. And, there was no mediating effect of burnout between Family Interference with Work(FIW) and organizational citizenship behavior. Thirdly, proactive personality had a moderating effect between burnout due to work-family conflict and the organizational citizenship behavior. It proved that the relation between burnout due to work-family conflict and the organizational citizenship behavior through proactive personality of members concerning the negative effect of burnout caused by the work-family conflict at the workplace can be reduced by the proactive personality. It is significant in that this study proved the necessity of proactive personality of members in the work-family conflict. Therefore, more diverse personal characteristics should be considered as control variables in the future.